Rational Decision Making In Healthcare

Within a healthcare organizations, change occurs frequently. Therefore, establishing a policy that clearly defines a process of notification is essential to the execution of the change. To ensure effective communication of the change, the policy should be shared and made available to all members of a leadership team. It should define all expectations of the communication such as the purpose of the communication, timeline of distribution, identifying who should receive it, and direct any action to be taken. Including these expectations will encourage consistency. The best way for employees of an organization to adjust to change is by making them inclusive in the communication. If employees begin to feel excluded, it can potentially challenge
For this I have selected the Rational Decision Making Model, a logical four-step approach to decision making, intended to support increased knowledge sharing within an organization. The rational model requires you to formulate the problem, evaluate alternative solutions, appraise solution, and implement the solution (Cabantous, Gond, & Johnson‐Cramer, 2009). This model is greatly structured and designed to be goal driven in order to optimize the anticipated outcome. Since there is often disagreement among the leadership team relative to goals, I will also borrow from the Carnegie Decision Making Model theory which emphasizes the political process involved in decision making. While the rational decision making model process is generally considered to be an individual process rather than organizational (Cabantous, Gond, & Johnson‐Cramer, 2009), team work groups are able to come together to form objective conclusions relative to probability and
The true concern among employees exists in the management of information. Our employees feel as though they should be made aware of a physician’s departure, regardless of the nature, and that this notification should follow a consistent timeline. This is significant, since some of the feedback was that patients were formally and informally made aware of the physician’s departure before the staff. While other feedback indicated that employees felt as though favoritism led to others being communicated to sooner.
In order to address these concerns, the leadership team has to identify the decision criteria. The team needs to consider the effects of creating a policy that clearly defines the notification process. What impact will this have on employee satisfaction? How do we contain the information so that our patients are not notified prematurely? Does this affect the quality of care provided by the other physicians? The answers to the questions above depend on the values and beliefs set by the organization and leadership team. The culture of the organization helps to form the decision making